What a “PIP” At Work Really Means

Summary

A performance improvement plan (PIP) can be intended to help an employee address genuine performance issues or to document a case for termination. If you believe a PIP is unwarranted, seek clear, written expectations and keep your own records.

Recommended response

• Ask for specific evidence: Request examples of the cited performance issues, such as missed deadlines or team misalignment, and when they occurred.
• Get the plan in writing: Ask for the terms, expectations, KPIs, goals, and milestones to be documented.
• Share your perspective professionally: Note any lack of prior feedback or disagreement with the claims while expressing willingness to receive specific feedback.
• Keep a contemporaneous record: After the meeting, document what was discussed and send the notes to a personal email. Continue recording relevant communications and events.

Metrics and timeline

The example PIP involves regular performance monitoring over 30 days. The video does not provide numeric performance targets; it recommends asking the employer to define measurable KPIs, goals, and milestones.

Source: AdviceWithErin. No individual presenter is named in the subtitles.